Champion Blog for Employers

Category: Employers

Many Hourly workers give up on jobs and workplaces EARLY into their employment.
We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this:
Reasons Hourly Workers Walk Out on Jobs:
1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits.
2) The average hourly worker can and will have many OTHER opportunities/ places

Really understand the job duties: WHAT is being done that we need someone to do? Or, what WAS being done, but now we need to change those duties and profile to be hired? (We will get to the HOW the duties should be handled and the WHY later).
This part is not difficult, but it does take a different kind of focus from everyday thinking about a job: Actually analyzing what DUTIES will be performed, daily, weekly, occasionally and once in a while.
Are these individual contribution duties or are they performed with other workers? Are other workers dependent on this function? Is this function (duties) dependent on other work being done/ other people?
1) First Define the GOAL of the job and the WHY. This could be quantity, quality, adherence to a standard, or what problems/ issues are to be solved in doing the job. Goals can also be EXPECTATIONS of performance that are measurable. This also is part of providing realistic expectations for a new hire during the interview and onboarding processes.

Stabilize a more productive workforce.
You can. Champion can. Working together.
Even in todays economy with good people hard to find, and a lack of personal accountability being at the worst in 50 years.
No marketing and sales baloney; Champion uses an ISO-based quality system to direct and track our collaborative efforts to accomplish your workforce goalswhether you are hiring one or 250 people.
It is NOT easy. But it can reduce your costs, increase your customer satisfaction and increase your bottom line. It will reduce hiring anxiety, increase productivity and increase your ability to retain the people you want.
HOW?
Ill take a behind the scenes complex system (Hiring With Purpose ) and make it simple: Most of the hard work is done by Champions collaborative professional staff in multiple offices with a combined expertise of over 300 years. You will never see this. Only the results:
* Understanding each position thoroughly and the success requirements that go with it. We dont

Champion Personnel Systems has 55 years of experience in staffing services and with over 12,000 of our customers hiring client through us. We have placed over 100,000 people in direct hire and filled over four million temporary assignments or temporary to permanent jobs. So, we can say pretty confidently that we know what we are doing!
What really sets us apart from the competition though is that we have a system. Whereas, most employment services do not have a system. Instead, they take a job and the people, and then they try to throw them together just to get billing. This approach to our industry doesnt focus on the needs of the customers or their candidates, just the staffing agencies greed. Knowing this, we made a decision a long time ago to be a staffing and consulting service instead of a typical employment agency, where they dont truly serve their clients and their customers.
Our many years of experience allow us to better aid you. We are able to reduce hiring issues for our

Champion has dealt with over 12,000 Northeast Ohio organizations over the last 55 years.
We analyze each workplace. We have purposely met with over 500 owners/ executives/ HR professionals to discover what the best do to create and maintain great workplaces/ great places to work. We even wrote a book about it: The Great Workplace 2.0, with 15,000 copies in circulation.
And we have produced a precise list of the efforts the best organizations make to energize their profits by Hiring with Purpose.
You will find some of this at your next luncheon seminar or by asking your temp agency why you have turnover that is irritating.
But you will not find the knowledge we have accumulated and will share with you here. We are not just a temp agency. We do what we do to help you grow, produce a profit and to retain a staff that you can be proud of.
A short list of the secrets we have discovered:
1) Have a core list of Organizational Values: What do you stand for? What do you really do, how and